Working with Us
Employee Assistance Programme
In addition to our in-house medical and psychological counselling service, free advice of a practical nature is now available to London-based employees and their immediate families through the Employee Assistance Programme, giving advice, support and information on home and family issues in complete confidence.
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Performance & Career Management
We recognise that around 50% of our people are not lawyers and that we must work hard to retain our best people across the entire firm.
By implementing global performance measurement frameworks, we ensure that we are consistent in the skills, attributes and values that we look for and reward across the firm. Our global competency frameworks encompass the skills, behaviours and personal attributes that define successful performance in any given role within the firm. The frameworks give transparency of performance expectations and development goals to all our staff at all stages of their careers. Our performance review process is supported by an online system which is being rolled out across our global network.
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Career Progression & Reward for our London Associates
To provide greater flexibility in career progression, in May 2007 two new career options were introduced: Senior Associate and Counsel. Both are positions into which associates are promoted on merit and, in the case of Counsel, provide an alternative to partner. Not all Allen & Overy lawyers aspire to be partners, for a variety of reasons, yet wish to be recognised for their capabilities and achievements.
In 2006 we introduced London Associate Award Plan (LAAP ), a market-leading award package that rewards high achievement and commitment to the firm. This plan is unique among the top 10 City law firms: not least because the bonuses offered are linked to the value of a partner profit point, to allow associates to join in the success of the firm.
Building on the career and reward structure that we introduced for London associates in 2006, we have continued to look for ways that we can support and retain our best people.
Our Career Management Programme combines self-assessment guided classroom work, coaching and focused discussions between associates and partners. It is designed to increase the engagement, productivity and retention of our mid- levelassociates at a time that is key both to their careers and to the firm's business model. It also aims to give clarity to the firm's strategic priorities and the associates' role in supporting them.
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Improving Flexibility
We are continuously looking at ways to improve flexibility around ways of working. We introduced flexible working policies in 2001 and now more than 11 per cent of our employees work part-time, with many more taking the opportunity to work flexibly on a full-time basis including term - time working, annualised days and job sharing. Around 20 per cent of employees in London now work from home every month.
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Taking Time Out
Our Time Out policy allows people to take unpaid leave to pursue other activities, such as travel, study, writing or caring for a relative. We also allow extended holidays overseas and time off between international transfers. We also offer career breaks of up to three years to allow staff to take time out, for example to care for children or undertake further study.
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